Talent Strategy & Integration Manager

Toronto, ON
$120,000-135,000 per year
Permanent
Full-time

1 month ago

What’s in it for you as an employee of QFG?Health & wellbeing resources and programsPaid vacation, personal, and sick days for work-life balanceCompetitive compensation and benefits packagesWork-life balance in a hybrid environment with at least 3 days in officeCareer growth and development opportunitiesOpportunities to contribute to community causesWork with diverse team members in an inclusive and collaborative environmentThis job posting is for an existing vacancy.We’re looking for our next Talent Strategy & Integration Manager. Could It Be You?The Talent Strategy & Integration Manager is responsible for the operational execution of the end-to-end employee lifecycle at Questbank. Reporting to the Head of People & Culture, you will act as the primary liaison between the People team and Business Group Leads to ensure headcount plans are realized, new hires are integrated with precision, internal talent is mobilized effectively, top talent is retained, and organizational changes are understood and adapted effectively. This is a high-execution role requiring a blend of data-forward thinking and hands-on program management.Need more details? Keep reading…In this role, responsibilities include but are not limited to:1. Workforce Operations & Planning

Headcount Reconciliation: Maintain the live Staffing Model, ensuring all recruitment activity aligns with approved Opex/Capex budgets.
Skills Audit Execution: Conduct quarterly "Skills Gap" assessments across departments to identify "single-threaded" risks and technical dependencies.
Data Visualization: Produce the "Talent Heatmap" for the Head of P&C, highlighting areas for immediate hiring or internal upskilling.
Provide data-driven insights to the Head of P&C on talent risks
Facilitate and track internal mobility workflows
Identify internal training gaps, and collaborate with L&D to build/ adapt training workshops

2. Tactical Talent Acquisition & Quality Control

Assessment Frameworks: Develop and maintain competency-based interview rubrics and behavioral question banks for all functional roles.
Interviewer Training: Facilitate "Bar-Raiser" workshops to ensure hiring managers are trained on objective assessment and bias mitigation.
Brand Ambassador: Act as a cultural ambassador, working closely with the Talent Acquisition team through recruiting outreach to engage passive candidates, effectively presenting the opportunities, the Employer Value Proposition (EVP), and company culture.

3. Onboarding & Capability Building

The 90-Day Roadmap: Design and project-manage the functional onboarding journey, ensuring every new hire has a documented 30/60/90-day success plan.
Training Coordination: Execute the logistics for technical and leadership development programs, from vendor sourcing to attendance tracking.
Internal Bench Management: Facilitate the internal transfer process, matching high-potential employees with open roles or project rotations before looking to the external market.

5. Retention & Talent Health Tactics

Stay Interview Program: Conduct scheduled "Stay Interviews" with high-performers; document drivers and collaborate with managers to implement retention plans.
Attrition Analysis: Perform all exit interviews for the business group, providing monthly "Exit Intelligence" reports to the Director with tactical recommendations for workflow or cultural adjustments.
Change Strategy Development: Create comprehensive change management strategies based on a situational awareness of the details of the change and the groups being impacted.
Communication Planning: Lead the design, development, and delivery of Bank wide communications. You’ll ensure the "Why" is clear to everyone from the C-suite to the front lines.
Pulse Checks: Use surveys and stay-interviews to gauge "change fatigue" and provide actionable insights to the Head of P&C.
Exit Intelligence: Analyze why people leave this specific group and implement tactical changes to the culture or workflow to fix "leaks."

So are YOU our next Talent Strategy & Integration Manager? You are if you…

Have 5+ years in Talent Management or HRBP ideally within Fintech or Financial Services.
Have advanced proficiency in ATS/HRIS systems and data visualization tools (e.g., Excel, Tableau, or similar).
Have a proven track record of taking high-level people strategies and turning them into documented, repeatable processes.
Have the demonstrated ability to provide direct, data-backed feedback to senior Business Leads regarding hiring quality and team health.

Compensation Information:

Base salary range: $120,000 - $135,000
The final compensation package will be commensurate with the successful candidate's experience, skills, and geographic location (Canada). It includes a comprehensive benefits plan and a competitive incentive (bonus) program for Full-Time Permanent roles.

Sounds like you? Click below to apply!#LI-KS2 | #LI-Hybrid

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